How to make people work? This question was born at the moment when the first bosses and subordinates appeared. For slaves and serfs, there was only one way - punishment. It depended not so much on the offense of the offender, but on the character (and sometimes mood) of the owner. In a modern society of free people, the question of how to make people work is still relevant. The categories of these same people who need to be forced to work are different, for example, workers of a large enterprise, department employees, household members, and so on. The approach to everyone should be different, but the essence is the same - motivation. This means that each person must know and understand why he will spend his strength and energy. Let's consider how to organize motivation in various labor collectives.
Develop employee ownership
Let us mentally go back 100 years. At the beginning of the formation of Soviet power there was absolutely no question of how to make people work. Everyone lived with the idea that they are the owners of their country, respectively, and their enterprise. People without any bonuses and incentives exceeded the plan, made dozens of rational offers, worked without holidays and days off. Later, this approach was branded and ridiculed, but not by all. For example, the wise Japanese have benefited from it. No, they did not transfer private enterprises into the ownership of workers, but they introduced the idea into their minds that it was THEIR enterprise, THEIR organization. Now every Japanese is proud of his company and seeks to bring her the maximum possible benefit.
It is very useful for our managers to achieve the same attitude towards all their employees, enterprises, and departments. How to do it? Involve them in the management of the production process. That is, each of them will remain an engineer, a turner, a cleaner and so on, but everyone will be aware that the prosperity of the whole thing depends on his work. But a successful company is stability for the employees themselves, their high salaries, all kinds of bonuses and other privileges.
Create quality circles
This approach was widely introduced into production by the same Japanese. They have groups of people at any enterprise (circles), all of whose members strive to increase the productivity of their department, their company or company. At the same time, they strive to improve the quality of their products. These quality circles once a week hold meetings at which they discuss ways to improve production indicators, help those who are lagging behind, resolve issues with management about what prevents them from improving efficiency, that is, they participate most actively in management.
The leaders of such enterprises do not think about how to make people work. The slightly modified idea of Japanese owners is very effective. The motivation here is simple - the more successful MY company is, the better it is for me to live. It is no secret that at unprofitable enterprises, workers not only do not see bonuses, they do not even give their salaries in full.
Encourage financially
Under the same Soviet regime, various premiums were established at absolutely all enterprises. They were given not only for overfulfillment of the plan, but also for the introduction of useful offers, for winning competitions and so on. This principle also does not need to be abandoned. Material encouragement is the right answer to the question of how to make a person work more efficiently. The simplest and most time-tested approach is to set standards. They may relate not only to the number of produced quality parts, but also to the number of sales or increase of any indicators. It is very important that employees can receive information about the results of their activities and compare them with the indicators of winners. For clarity, it is advisable to place in a prominent place a corner where the results of the best employees will be posted.
Raise salary
The rewarding method for overfulfillment of norms cannot be used at all enterprises. For example, what norms can be at school or in a hospital? How to make subordinates work in such enterprises? In practice, assignment of categories shows effectiveness. To get a higher one, an employee must fulfill a number of conditions stipulated in the “Classification requirements”. But you, as the boss, can set additional criteria that should be brought to the attention of each employee. For example, a salary increase for all employees of the department by 20% for the absence of complaints from patients and their relatives. For this indicator to be true, you need to create a special website where people can write anonymously. It is useful if your employees also take part in the discussion of the question of why they should increase their salaries. Then they will perceive it as an expression of their own will. The criterion given in our example will stimulate employees of the department not only to work well themselves, but also demand the same from comrades.
Salary increases should not replace premiums. They need to be left and given to people for any additional indicators.
Give prizes and gifts
Is it possible to make people work without promising them money? Of course you can. For any company, the method of presenting gifts to distinguished employees is suitable. You can come up with dozens of options - movie tickets, new electrical equipment (TV, iron), personalized hours, a paid table in a restaurant, and so on. In this case, the gift is not so much important as the procedure for its delivery. She must be solemn. The leader is obliged to all those present to say that everyone can achieve such success. It is also useful to announce that next month, based on the results of labor achievements, it will be awarded to the best employees.
Previously, people’s enthusiasm was enhanced not only by gifts, but also letters, a pennant, and other paraphernalia, which were also presented very solemnly. But in the capitalist system, such motivation does not always justify itself.
Penalties
This method of motivation is as old as our world. Punishments were applied in any political system and at all levels of production. Now many employers are forced to work in this way. Note that the method is valid only in enterprises that provide employees with conditions that are a pity to lose. If the employee is not holding anything, if you can find dozens of such vacancies in your village, if the salaries in your company are too low, you will only get staff turnover rather than increase labor efficiency.
Of course, there are many wrongdoings for which it is impossible not to punish. For example, theft, deliberate damage to property, sabotage, distribution among employees of information that violates the labor rhythm, and others. Errors in the assignment also need to be punished, but first you need to understand the reason for the misconduct. Perhaps your employee spoiled the part due to the fact that he was not provided with a high-quality tool, and the chart was drawn incorrectly, because no one explained to him how to do it. Having understood the cause of the error, the manager must decide what the penalty will be. In some cases, it’s enough just to calmly talk with a subordinate so that he himself begins to strive to work better.
There are also situations when the collection must be carried out openly, in the presence of other employees.
Help make a career
How to make work faster and better? Take a closer look at your employees. Among them, there will certainly be those who crave self-realization, self-affirmation, new achievements. Do not keep them in check. Give them the opportunity to prove themselves. Encourage their desire for further training and mastering related professions. Praise your initiative. If such a hard worker sees your interest, he will have “wings grow” behind him. He will “burn” at work, strive to do everything in the best way. You can safely provide this person with a higher position, entrust him with more responsible tasks. No doubt, it will bring tangible benefits to your company. Seeing that career growth is possible in your company, and other employees will receive an incentive to work better.
Show a personal example
A personal example is one of the most effective ways to influence subordinates. It works flawlessly. It is especially effective if you have to force work on the weekend. The right to rest is enshrined in the Constitution. It is holy, it cannot be broken. But at every production there are rummages and unforeseen circumstances when you need to deviate from the rules.
If you have a similar situation, you can promise employees double or triple pay for work on the weekend, you can give them a few days off, or you can just go to work that day and (figuratively speaking) get up at the machine. If your team is small, the final chord of work on the weekend can be a joint tea party. It not only neutralizes the discontent of some employees, but also serves to rally the team, their understanding that you are all one team of like-minded people.
Competition
This is also news from the past. In the USSR, one of the most common methods of increasing labor efficiency was socialist competition. Can such a technique make it work now? The answer depends on the size of your company. Of course, if a team consists of only a few people, each of whom has different responsibilities, it is ridiculous to arrange a competition between them. If your production has at least two workshops or two departments, organizing competitions between them is very important. By what criteria to evaluate success, determine for yourself or together with representatives of the workshops. Do not forget that the winner will definitely need to be encouraged in a festive atmosphere. A competition is also appropriate in one workshop if its employees produce the same product, whether it is selling a car at a car dealership, sewing slippers or growing cucumbers.
What to do if forced to work on vacation?
An employee who does not want to work during the holidays can be advised to turn off the phone or go somewhere to relax. The farther you are from your production, the more difficult it is to force you to interrupt your vacation.
What should a manager do if there is such a problem at the factory that only an employee who has gone to rest can deal with it?
Of course, you can promise him the golden mountains. If he is tempted, he will rush to work even from Turkey or Egypt.
However, it is much more reasonable on your part not to have irreplaceable specialists at the enterprise. This means that it is necessary to conduct training in related specialties, organize advanced training courses and transfer experience. Then you do not have to force your employees to interrupt the vacation, as each of them will have a replacement.
Do I need to force my loved ones to work?
In families can work:
- Both husband and wife.
- Only husband.
- Only a wife.
- No one.
In modern Russia, most families consider it normal when both husband and wife work. This helps them realize themselves, increase income, and feel needed by society. However, now the percentage of families in which only the husband works is growing, and the wife is given the role of the guardian of the outbreak. That is, there is a tendency to return to past traditions. You can even hear the opinion that decent people do not make wives work. To some extent, this is correct, because a woman who devotes the lion's share of time to production cannot pay due attention to children and her husband. It is much better when she sits at home and keeps this very family hearth. However, not all ladies agree with this, many modern girls and women are eager for work, even without the need for money.
It turns out that it is not always required to make people work.